You have a disagreement with your boss. What's the best way to approach them?

The best approach is to schedule a private meeting, calmly express your perspective, actively listen to your boss's viewpoint, focus on finding solutions together, maintain professionalism, and seek common ground for resolution

The thinking ways & positions of 2 persons in a corporate are distinct, obviously there are situations of disagreements with our bosses. If we genuinely feel that we are right and really there is need to rectify as per our way from larger perspective for benefit of our organisation, then you take a step ahead. Again it depends on how close to your boss as a person. However you can always begin like "Sir/madam if I put myself in your shoes you are absolutely right and apt. However if you consider XYZ part of it and your decision on similar situation in 2019 then I feel we need to rethink. In 2019 we earned xyz% profit due to it. Perhaps it is one more opportunity to repeat the history. If you want I take share responsibility to execute it".

State the facts. Do not be timid. Have a conversation to show your side. Place exact examples because you are discussing with your boss who may not want opposition. Thus be very clear.

When approaching a disagreement with your boss, it's essential to maintain professionalism and respect. Begin by scheduling a private meeting to discuss the issue calmly and constructively. Clearly outline your perspective, focusing on facts and specific examples to support your viewpoint. Listen actively to your boss's perspective, demonstrating openness to their insights and concerns. Seek common ground and propose potential solutions collaboratively, emphasizing the shared goal of achieving success for the team or organization. Avoid becoming defensive or confrontational, and remain focused on finding a mutually beneficial resolution.

I think : 1. Schedule a Meeting: Request a meeting with your boss to discuss the matter privately. 2. Stay Calm: Approach the conversation with a calm and composed demeanor. Avoid being confrontational. 3. Present Facts: Clearly outline your perspective and provide facts or evidence to support your viewpoint. 4. Listen: Allow your boss to express their perspective as well. Listen actively without interrupting. 5. Find Common Ground: Look for areas of agreement and try to find a compromise or solution that works for both parties. 6. Respectfully Disagree: If you still disagree after the discussion, respectfully express your viewpoint and propose alternatives.

At this stage, coordinators can evaluate the importance of the disagreement. Is it just a normal thing, or important thing relating to work? If it is just normal thing, no need to set up meeting room, just gentle share at suitable time. Preparing in advance which time and place do you want to share

It is important that you choose the right location and time for a healthy and effective conversation. Pull them aside, check if it is a good time, manage your emotions and empathise. When you empathise, you have a different approach to difficult conversations, learn to put yourself in the other person's shoes.

2?? Right Time & Place: Timing is an art—approach the discussion like an artist. Choose a moment of calm, a setting of neutrality, where thoughts can be as open as the sky.

El equipo directivo suele tener una visión y escucha crítica y abierta. Totalmente de acuerdo con propiciar espacios privados para exponer los argumentos a los directivos, ya que esto evita que el desacuerdo rompa la confianza que tienen los demás miembros del equipo de trabajo hacia su director. Adicionalmente, evita que otros participen y desvíen la discusión a escenarios no deseados. Es necesario también tener una buena actitud de escucha y dar los espacios para comprender los contra argumentos. A lo mejor, y pasa con frecuencia, los directivos tienen conocimiento de información privilegiada que no es divulgada al resto del equipo. Al cabo de un tiempo, cuando la información es compartida, las diferencias de opinión pueden desaparecer.

Empathy and politeness are key to be assertive and respectful. A diplomatic approach may focus on identifying the common points of view instead of differences only. This is a good start to create a positive athmosphere, and the outcome will turn to be a pleasant surprise.

- La clave está en el objeto del desacuerdo: ?Con qué estoy en desacuerdo? - Nunca es: ?con quién estoy en desacuerdo? Teniendo esto en cuenta será claro como abordarlo.

3?? Respectful & Assertive: Stand your ground with the grace of a diplomat. Assertiveness isn’t about volume, it’s about the resonance of your voice and the weight of your words.

Considero que el respeto es una condición sine qua non en las relaciones interpersonales. Todos los miembros de un equipo de trabajo deben incorporar este presupuesto para asegurar la gestión de las comunicaciones en el proyecto. En caso de estar involucrado en situaciones irrespetuosas, considero que deben exponerse y solucionarse en escenarios diferentes con la intervención oportuna de autoridades que puedan detener tal situación. Considero que la asertividad también está en la calidad de la información que se entrega. Por ello, aconsejo que se acuda a registros veraces que soporten los argumentos planteados.

This is the culture you want to project. The blue print to get there starts with scheduling a discussion at a suitable time. Don't not have any such conversation casually or publicly. Another thing to consider is not to bring a bunch of problems together. It won't help anyone. The key point is whatever you want to disagree on, bring a solution to that. Ask questions to get their perspective on the situation. Eg: What is your desired outcome? Now that you know their desired outcome, you be prepared to offer your alternative solution. An example question to set this up is "Have you considered doing it this way?" Be respectful to the position, company, culture, values and assertive about what you bring to the table.

When you have a disagreement with your boss, it's important to address it professionally and constructively. Below are some points that can be followed 1. Gather your thoughts and evidence to support your perspective. 2. Request a private meeting with your boss to discuss the issue. 3. Hear out your boss's viewpoint without interrupting. 4. Share your concerns calmly and respectfully, providing clear reasoning and examples. 5. Look for areas of agreement and compromise. 6. Offer potential solutions to resolve the disagreement. 7. After the meeting, send a follow-up email summarizing the discussion and any agreed-upon actions. Maintaining professionalism and open communication is key to resolving disagreements with your boss effectively.

4?? Seek Understanding & Solutions: Like two explorers in unknown lands, seek common ground. Listen actively, propose solutions, be the bridge over turbulent waters.

Los problemas nacen con sus soluciones. No se trata de crear rivalidades y pulsos de poder, sino respetar las posiciones de los miembros del equipo y someterlas a revisión crítica para balancear los beneficios y los perjuicios. Al final, todas las opiniones deberán escucharse para dirimir las diferencias y tomar una decisión por la autoridad que le corresponde. La decisión para solucionar el problema debe ser socializada y aceptada por el equipo de trabajo. Habrá oportunidad para corregirlas, así impacten negativamente el cronograma o la finanzas del proyecto. Le corresponderá a la autoridad del proyecto gestionar las relaciones con las partes interesadas y responder por los resultados.

5?? Follow Up & Move On: After the battle, extend a hand. Follow up on the conversation with actions, and then, like a river, flow forward, leaving the sediment behind.

El seguimiento es parte de los acuerdos. Tareas que no son supervisadas o que no pueden estar puestas por escrito, no son buenas tareas. Todo debe ser medible o cuantificable.

How well do you know your boss? Does your org use any psychometric tools to help you better understand one another. DiSC and Insights are great tools for this. As these tool teaches, we are all made up of 4 primary energies. Here's a snippet. Would you describe your boss as a driver, always eager to keep things moving forward. If so, you'll want to be factual and brief. If you'd describe your boss as detailed oriented, have all the details succinctly laid out. But if they're kind and a tree huger, be sure to consider the impact on others when sharing your concern. Lastly, is boss high energy and super social? They can be tricky and hard to tie down. Here try to match their upbeat personality and bring highlights of your concern.

Always back up your claims with evidence, whether it’s “dates and times”, emails, attachments, etc. If you believe your findings are right show proof, show the business impact to support your assertion. Don’t forget to consider the source. Consider why your boss is saying what they are saying and how their supposition benefits them directly or how it may impact the business positively.

Another effective approach could be: Clearly outlining the potential impacts: Presenting a comprehensive analysis of the situation, including potential risks, consequences, and benefits, can help your boss understand the gravity of the disagreement and make an informed decision. This approach demonstrates your commitment to the project's success and your willingness to collaborate on finding the best solution.

6?? What Else to Consider: How can this forge a stronger bond? Conflict can be the crucible for growth, molding stronger alliances in the heat of the moment.

For any conflict or difference of opinion, all we need are two things 1. Two Way Communication* 2. Open Mindedness** *Two way communication-where you are not fearful/embarrassed of sharing and/or recieving an honest and unfiltered opinion on the matter. As a senior, you are responsible of keeping a smooth line of communication without any bottlenecks/middlemen. And as a junior, one should be transparent about everything related to work and keep the dialogue open. ** Open Mindedness to accept your mistake, correct your judgement and accept other's ideas and resolution, if needed. From both the parties, there should not be any ego involved at professional or personal level to ackonwledge a misout.